UNFAIR JOB TERMINATION LAWYER

Many employment terminations are unfair. However, merely because a job termination is unfair does not mean it is unlawful. Our job termination attorneys can advise you whether your employment termination was against the law.

Every week we receive many new client calls about job terminations that appear unfair. The employee may feel the employment termination was unfair because they were not given notice they would be fired, they were told they were laid off but they seemed to be replaced, they were accused of assault when another co-worker attacked them, or they were fired for asking for a raise. These examples of unfair job terminations are not necessarily examples of wrongful termination.

TERMINATION OF EMPLOYMENT

In order to sue for a job termination, the reason for termination must violate fundamental public policy. The California courts decided fundamental public policy is violated if an employee is fired, or forced to quit, due to a protected characteristic. Another way of putting this is discriminatory job terminations are illegal.

Job terminations are illegal if they are motivated by somebody’s age, ancestry, color, disability, Family Medical Leave, genetics, national origin, pregnancy, race, or sex. It is also unlawful to terminate an employee because they made a good faith complaint about these subject matters. The complaint may be due to the employee’s own discrimination, harassment, retaliation, or a co-worker.

Wrongful termination of employment also exists if an employee is fired because they complain about something illegal, refuse to do something illegal, demand a legal right such as to be properly paid wages, or they quit as a result. Many wrongful termination lawsuits involve whistle blowing.

Call 1-310-842-8600 to find out if your employment termination was illegal

JOB TERMINATION LAW

California job termination laws come from cases, statutes, and the California Constitution. For instance, Article I Section I of the California Constitution provides a right to privacy. Case law has interpreted this Constitutional provision to mean an employee cannot be fired for complaining of privacy breaches such as surreptitious cameras in the employee restrooms.

For many years California case law has defined the parameters of employee rights laws. The cases have dealt with what wrongful termination is (Tameny v. Atlantic Richfield), how the Fair Employment and Housing Act relates to wrongful termination (Rojos), and how violated provisions of the California Labor Code may create wrongful termination rights (Phillips v. Gemini). California Employment laws pertaining to job terminations continue to evolve.

Our employment termination lawyers keep abreast on all developments in the field by reading multiple daily and monthly legal publications. Sometimes we do not have to because our successful appeal is the law that gets published for the day. [link to some of my published appeals]
For solid, trained, and committed employee rights representation call 1-310-842-8600

ABOUT OUR EMPLOYEE LAWYERS

Firm founder, Karl Gerber, began representing employees in job termination lawsuits in 1993. Our other employment lawyers joined Mr. Gerber seven to nine years ago. We only represent employees in discrimination, harassment, retaliation, unpaid wage cases, and job termination lawsuits. We never represent employers and do not divide our attention amongst many different legal practice areas.

We have successfully prosecuted more than 1,650 employee cases in arbitration or court. All of our employment lawyers have represented clients in both binding arbitration and court all the way through final adjudication (trial or binding arbitration hearing). We also have a number of published appeals. CLICK HERE TO VIEW OUR ATTORNEY

Because we represent employees, many who have been recently fired from their jobs, we never charge any legal fees up front. We are paid when and if we can collect from your employer. We are paid the same percent regardless of the amount recovered. We also advance all litigation costs.